What We Look for When Hiring Developers (Beyond the Resume)
Years of experience and a list of technologies only tell part of the story. Here's what we actually evaluate when hiring engineers.
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Global software & digital marketing — working across all time zones.
Remote engineering teams don't become disconnected because remote work inherently fails — they become disconnected when nobody deliberately designs for connection.
No amount of async tooling replaces a few hours of real-time overlap where quick questions get answered in minutes instead of a day later. We prioritize hiring and scheduling around meaningful overlap rather than pure time zone flexibility.
Remote teams live or die by how well people write. We actively coach clear, complete written updates — not because meetings are bad, but because good async writing means fewer meetings are needed in the first place.
Being "online" on Slack doesn't build trust. Regularly shipped, visible progress — pull requests, demos, updates — builds trust in remote settings far more effectively than presence alone ever could.
We schedule occasional informal virtual time with no work agenda, because the casual hallway conversations that build team relationships in an office don't happen automatically in remote settings — they have to be intentionally created instead.
Tell us about your idea and we'll come back with a scoped plan, timeline and fixed quote — usually within one business day.
Pick a role and share a few details — we'll match you with vetted developers within 48 hours.
Fill in a few details and we'll get back to you within one business day.